Public Sector Organizations Research Articles

Whistleblowing and Corrupt Tendencies among Selected Employees in Three Public Organizations

Anti-corruption efforts are often predicated on how to encourage whistleblowing and discourage corruption. To strengthen the anti-corruption drives, previous studies underscored the need for more research on psychological variables that may be connected with whistleblowing and corruption. This study, therefore, tested the extent to which employees in public sector service occupations are likely to engage in corruption and whistleblowing when they condone corruption, are less apprehensive about punishment, and can justify punishable work behaviors. This correlational study involved 331 employees (155 males; 176 females) of public sector organizations (110 health workers; 116 police personnel; 105 teachers), whose had a mean age of 43.01 years (SD = 7.86). They completed measures of corruption tolerance, punishment anxiety, workplace neutralization, whistleblowing intentions, and corrupt tendencies. Results of the 2-step hierarchical multiple regression analyses showed that whistleblowing intentions significantly reduced as employees condoned corruption, were afraid of punishment, and justified punishable work behaviors. Corrupt tendencies significantly increased as employees overlooked corruption and were able to justify punishable work behaviors, but decreased significantly as they became apprehensive of punishment. Based on these results, public sector organizations, especially the police, health, and education, should institute policies and implement psychological strategies that reduce the corruption-tolerant climate in the workplace; by increasing the fear of punishment for corruption and encouraging moral obligations to whistle-blow corruption among employees.

Aktualisasi Budaya Inovasi pada Organisasi Sektor Publik

A culture of innovation is not just an option, but an urgent need to maintain the competitiveness of public sector organizations amidst rapid change. In this context, a culture of innovation is a vital aspect in strengthening the competitiveness of an organization, especially in the public sector which plays a crucial role in public services. In researching the actualization of innovation culture in public sector organizations, a qualitative approach with descriptive methods is the right choice. A qualitative approach allows researchers to gain a deep understanding of a complex and multidimensional phenomenon such as innovation culture. From the discussion that has been described, it can be concluded that the actualization of a culture of innovation in public sector organizations is an urgent need in facing the complexity and dynamics of an ever-changing environment. The main problems faced by public sector organizations, such as resistance to change, complex bureaucracy, and low employee involvement, are the main obstacles in realizing an effective innovation culture. However, by adopting a qualitative approach with descriptive methods in research, as well as involving various stakeholders in the process, organizations can gain a deeper understanding of the dynamics of existing innovation culture and explore strategies that can be implemented to overcome them.

Green Innovation Ecosystem Establishment through Strategizing the Business Model in Public Sector

Objective: This study aims at investigating the relationship between internal control systems (ICS) and accounting data analytics (ADA). This study also examines the ways in which ICS and ADA influence green innovation ecosystem (GIE). Furthermore, it endeavors to explore the digital circular business model innovation (DCBMI) mediation mechanism in the connection between ICS, ADA, and GIE. Theoretical Framework: Drawing on the practice-based view theory, this study focuses on several constructs and their interconnections namely ICS, ADA, GIE, and DCBMI. Method: The hypothetico-deductive approach was utilized in this study. The study utilized structural equation modeling to examine the proposed model, which was based on statistical data obtained from a cross-sectional survey of 523 accountants employed in public sector organizations (PSOs). Results and Discussion: The result substantiated the markedly positive interconnection between ICS and ADA. Also, GIE was verified to be affected by ICS and ADA. Simultaneously, these interconnections were partially mediated by DCBMI. Research Implications: These observations served as a guide for the leaders of PSOs to identify and capitalize on opportunities to become effective in the digital transformation journey, as well as to develop robust strategies to effectively direct their green innovation process. Originality/Value: It also enlarges the body literature on GIE through producing empirical evidences concerning the influences of ICS and ADA on GIE within PSOs in developing country. Strikingly, the originality of this investigation lied in studying the mediating effect of DCBMI on the interlinks between ICS and GIE as well as ADA and GIE.

Internal Audit Engagement and Risk Management in Public Sector Organizations: Does It Really Exist?

Business entities have undergone a shift in the internal audit function towards a more consultative role. Conversely, in public sector institutions like universities, it is not widely recognized. This study investigates how the new paradigm shift in Internal Audit Engagement in Risk Management impacts the Efficiency of Internal Audit. This study introduces Management Support as a moderating variable in the relationship between the two variables. The study included a sample of 51 internal auditors at PTN BLU. Snowball sampling is employed for sampling, and a questionnaire is used for data collection. The data analysis employed Moderated Regression Analysis (MRA). The results indicate that the first hypothesis is confirmed: Internal Audit's participation in Risk Management impacts the Efficiency of Internal Audit. The second hypothesis is confirmed: Management Support influences the relationship between Internal Audit Engagement in Risk Management and Internal Audit Effectiveness. Management support has a substantial impact on the relationship between the two, accounting for 61.1%. This study confirms that cooperation between internal audits and public entity management can enhance the internal audit's effectiveness.

The study of constructing evaluation indicators for the implementation of employee assistance programs in public sectors.

Employee assistance programs require resources and manpower of various natures across different types of public sector organization. This study began by outlining elements for comparing employee assistance programs' evaluation criteria in four types of public sector organization on the basis of 22 service measures for such programs implemented by the Ministry of Labor in relation to three major aspects: work, life, and health. Elements of the evaluation criteria for public sector employee assistance programs were determined by surveying a panel of experts using the modified Delphi method. Last, the weight associated with the elements of evaluation criteria were calculated using the fuzzy analytic hierarchy process, and the criteria of four types of public sector organization were explored. Data analysis indicated that the weight and priorities associated with elements of evaluation criteria for EAPs implemented by four types of public sector organization were not fully identical. The results of this study suggest that, in terms of EAPs, the Directorate-General of Personnel Administration of the Executive Yuan should be pursuant to appropriate employee assistance programs provided by various public sector organizations according to the needs of their employees as well as the diverse objective conditions in which these organizations operate.

DIVERSITY IN THE WORKPLACE: IMPLICATIONS FOR COLLECTIVE ORGANIZATIONAL COMMITMENT IN NIGERIAN PUBLIC SECTOR ORGANIZATIONS

Objective: The objectives of this study are: 1. evaluate the effect of job-related diversity on collective organizational commitment in public sector organizations in Nigeria; 2. evaluate the effect of cultural diversity on collective organizational commitment in public sector organizations in Nigeria. The aim of the study is to examine diversity in the workplace to achieve collective organizational commitment in public sector organizations in Nigeria. Theoretical Framework: In this topic, the main concepts and theories that underpin the research are presented. The theory that is related to this work having reviewed some theories is the Social Identity Theory. Social identity theory is a social psychological theory that is utilized in organizations to obtain high employee performance. Social identity theory gives more understanding of diversity in terms of understanding the role of group divisions in organization. Method: The study relied on a self-developed structured questionnaire as the instrument for data collection. Using SPSS version 20 software, descriptive statistics and multiple regression analysis were used to assess the data and statistically analysed the data that had been collected. Results and Discussion: The findings revealed that job-related diversity has a significant effect on collective organizational commitment in public sector organizations in Nigeria (β=0.077, p<0.05), and that cultural diversity has no significant effect on collective organizational commitment in public sector organizations in Nigeria (β =0.030, p>0.05). Originality/Value: Previous studies had focused on different types of diversity and their attributes, but have not adequately addressed the factors that can strengthen the relationships. This study to filled this gap by examining the impact of workplace diversity on organizational commitment in the Nigerian Public Sector Organizations. The research also highlighted the need for a combination of cultural and experiential factors to understand the challenges faced by employees in a diverse workplace..

Assessing the Relationship between Technological Factors and the Implementation of Human Resource Information System: A survey in the Municipal, Metropolitan, and District Assemblies in the Upper West Region of Ghana

Over the years, public sector organization such as Metropolitan, Municipal, and District Assemblies (MMDAs) in Ghana have been challenged by a significant number of factors that affect the implementation of Human Resource Management Information Systems (HRISs). The study focuses on assessing the technological factors affecting the implementation of the HRIS in the MMDAs in the Upper West Region of Ghana. The philosophical foundation of the study was positivism. A cross-sectional survey was employed in the study as part of a quantitative research design. The target population comprised of 187 Line managers. The study used a non-probability sampling technique known as purposive sampling. Self-administered questionnaires were used to collect primary data. The study also embraced descriptive and inferential statistics. Bivariate regression analysis and correlation coefficient were used to establish causal relationships between variables. Stepwise regression was also used to determine the most influential variables in implementing of HRIS. It was concluded that IT Infrastructure and Compatibility had a moderate level of acceptance as factors that affect the implementation of the HRIS. In contrast, Quality Information, System Quality, and Complexity had a low level of acceptance. The study also concluded that Complexity, Quality Information, Compatibility and System Quality had correlated with the acceptance of the HRIS, whereas IT infrastructure did not correlate with the acceptance of the HRIS. Lastly, it was concluded that IT Infrastructure, Complexity, Quality Information, Compatibility, and System Quality did correlate with the Effectiveness of the HRIS. The study recommends that, HRIS Software adopted and implemented at the LGS and its Agencies must be user-friendly. The LGS and its Agencies do not have a guide that support new technology implementation such as the HRIS. Hence the need to adopt the guide offered in this study.

Benefits realization in digital transformation: the translation from policy to practice in health care

PurposeWhile digital transformation holds immense promise, organizations often fail to realize its benefits. This study aims to address how policies for digital transformation benefits realization are translated into practice.Design/methodology/approachThe authors apply a qualitative, comparative case study of two large, public-sector health care organizations in Sweden. Through document and interview data, the authors analyze the process of translation.FindingsThe study finds that practice variation is primarily caused by two types of decoupling: policy-practice and means-ends. Contrary to previous studies, coercion in policy compliance is not found to decrease practice variation.Research limitations/implicationsThe limitations primarily stem from the empirical selection of two large public health-care organizations in Sweden, affecting the study’s generalizability. Reducing practice variation is more effectively achieved through goal alignment than coercion, leading to implications for the design of governance and control.Practical implicationsPolicymakers should, instead of focusing on control-related compliance, work to align organizational objectives and policies to decrease practice variation for successful benefits realization.Social implicationsThe study contributes to better benefits realization of digital transformation initiatives in health care. As such, the authors contribute to a better functioning and more transformative health care in times of increased demand and decreased supply of health-care services.Originality/valueThe study challenges conventional wisdom by identifying that coercion is less effective than goal alignment in reducing practice variation, thereby enhancing the understanding of policy implementation dynamics in health-care settings.

Role of leadership styles to foster innovative capabilities and green purchasing

Purpose Due to the environmental concerns in our society, governments are moving towards green purchasing. However, public sector organizations have substantial internal problems. By using a theory of natural resource-based view, this study aimed to analyse the influence of leadership styles and innovation capabilities on green purchasing in the public sector organizations of a developing economy. Design/methodology/approach Data was collected from 199 purchasing professionals of public sector organizations, and hypotheses were tested through a quantitative method using partial least square-structural equation modelling with the help of SmartPLS version 4 to validate the measurement model. Findings This study identified that transformational leadership and delegation style of leadership have a significant and positive effect on innovation capability and green purchasing. Similarly, innovation capability mediates the relationship between leadership styles and green purchasing. However, transformational leadership found a more substantial effect on innovation capability and green purchasing than the delegation leadership style. Research limitations/implications Results provide insight into the role of leadership styles in green purchasing and innovation capabilities in public sector organizations. Thus, addressing the important issues of how leadership styles and innovative capabilities (IC) can improve green culture, specifically green purchasing, to enhance ecological sustainability. Originality/value Results provide insight into the role of leadership styles in green purchasing and innovation capabilities in public sector organizations. Thus, it addresses how leadership styles and IC can improve green culture, specifically green purchasing, to enhance ecological sustainability.

New development: Is it time for New Public Service Bargain?

IMPACT Governments should realize that public sector organizations are no longer the employer of choice. Public sector organizations face the challenge of attracting, recruiting and retaining skilled, competent and talented personnel. The public sector now competes with other sectors in a digital economy often offering better remuneration and working conditions. Decades of neoliberal public sector reforms and austerity measures have eroded the extent to which public sector organizations are attractive as a potential employer. The article suggests the idea of a New Public Service Bargain between politicians and civil and public servants as a more effective and sustainable approach to building public sector capacity to deliver services.

Analysis of Financial and Non-Financial Performance of Public Sector Organizations

Analysis of Financial and Non-Financial Performance of Public Sector Organizations

Pengaruh Budaya Berorientasi Hasil terhadap Kinerja Organisasi Sektor Publik dengan Akuntabilitas Keuangan sebagai Variabel Intervening

Purpose – This research aims to empirically test the mediating role of financial accountability in the relationship between results-oriented culture and the performance of public sector organizations in Tanjung Jabung Timur Regency.Methodology – This research uses quantitative methods with survey techniques. The survey sample of 130 respondents came from employees who work in the Regional Apparatus Organization (OPD) of Tanjung Jabung Timur Regency. The sampling technique uses purposive sampling. Data analysis in the form of CMB test, descriptive statisticsFindings – The research results show that a results-oriented culture has a positive impact on organizational performance, and financial accountability plays a mediating role in the relationship between a results-oriented culture and the performance of public sector organizations in the OPD of Tanjung Jabung Timur Regency.Originality/value – This research was first carried out in Indonesia within the scope of public sector organizations in developing countries and made several contributions. First, filling the gap in the literature by providing empirical evidence about the influence of a results-oriented culture on the performance of public sector organizations through financial accountability, especially in Indonesia. Second, it supports NPM theory in confirming the positive influence of a results-oriented culture on financial accountability and performance of public sector organizations.Limitations/implications – The scope of the research is still limited, so the research results cannot be generalized. In addition, collecting data using surveys allows for honesty factors from respondents which can influence data quality. Future research could expand the research sample and add interview methods. This research provides practical implications for public sector organizations, especially for the Tanjabtim Regency OPD who want to improve their performance through implementing a results-oriented culture and effective financial accountability.

The mediating effect of data literacy competence in the relationship between data governance and data-driven culture

PurposeThis research investigates the critical role of data governance (DG) in shaping a data-driven culture (DDC) within organizations, recognizing the transformative potential of data utilization for efficiency, opportunities, and productivity. The study delves into the influence of DG on DDC, emphasizing the mediating effect of data literacy (DL).Design/methodology/approachThe study empirically assesses 125 experienced managers in Indonesian public service sector organizations using a quantitative approach. Structural Equation Modeling (SEM) analysis was chosen to examine the impact of DG on DDC and the mediating effects of DL on this relationship.FindingsThe findings highlight that both DG and DL serve as antecedents to DDC, with DL identified as a crucial mediator, explaining a significant portion of the effects between DG and DDC.Research limitations/implicationsBeyond unveiling these relationships, the study discusses practical implications for organizational leaders and managers, emphasizing the need for effective policies and strategies in data-driven decision-making.Originality/valueThis research fills an important research gap by introducing an original model and providing empirical evidence on the dynamic interplay between DG, DL, and DDC, contributing to the evolving landscape of data-driven organizational cultures.

Areas to improve the public sector accounting system in the Syrian Arab Republic

Subject. This article examines the accounting system in public sector organizations of the Syrian Arab Republic and identifies its shortcomings in comparison with the international and Russian practices of arranging public sector accounting. Objectives. The article aims to study the accounting system in public sector organizations of the Syrian Arab Republic and identify the areas for its improvement. Methods. For the study, we used a comparative analysis. Results. The article identifies the shortcomings of the accounting system in the public sector of the Syrian Arab Republic, which impede the formation of high-quality accounting statements for its users and limit the possibility of using the information generated in the accounting system for the purposes of making managerial decisions, and the article also proposes certain areas for the system's improvement. Relevance. The outputs of the study can help to raise the accounting system of public sector institutions in the Syrian Arab Republic to a higher level in order to produce high-quality accounting reports.

The role of managerial hierarchy in the moral reasoning of local government managers

AbstractFalling public trust in Australia's institutions warrants revisiting how public sector managers approach ethical decision‐making. This study presents the findings of in‐depth interviews with 35 local government managers in Australia and seeks to understand how managerial hierarchy influences the moral reasoning of managers. Through the lens of social learning and moral development theoretical perspectives, the findings indicate that local government managers do engage in different types of moral reasoning when presented with hypothetical ethical dilemmas, and their managerial status plays a pronounced role in shaping the content of that reasoning. We also find support for differences in moral reasoning across gender, which appear more evident at lower levels of management. Through providing an in‐depth analysis of managerial hierarchy and ethical decision‐making, the findings from this study can be used to guide organisational and individual managers’ ethics training and development.Points for practitioners The declining public trust in public administrators warrants regular risk management audits of internal and external environments of public sector organisations to identify potential or existing ethical challenges that require a response. Moral reasoning and ethical decision‐making are context specific and include the ethical climate of the organisation. We find support for the importance of organisational leadership visibly ‘walking the talk’ when it comes to ethics. While management hierarchy is seen to influence moral reasoning, or the deliberations when arriving at a decision, there is widespread acceptance of the basic tenets of abiding by the law and being truthful. Therefore, organisational ethical policies and codes of conduct should clearly articulate the legal implications, and consequences of any breaches. A one‐size‐fits‐all approach to ethics training is not advised. We find that moral reasoning differs with managerial experience. A case is made to account for training tailored at different managerial levels, along with scenario‐based training and mentoring from higher levels of management.

Decoding Public Policy Making: Unraveling the Variables and Analytical Questions for Systematic, Comprehensive Analysis

Purpose: Government employees, like persons in the private sector, spend a lot of their time in public service. Consequently, employee satisfaction is essential for safeguarding long-term effectiveness and efficiency in both private and public sector organizations. Creating satisfactory working environments improves employees’ work-life balance, thus higher satisfaction levels. Every year, job satisfaction levels are measured throughout all the UAE public sector institutes. This is done through a survey sent by the Dubai Government Excellence Program (DGEP) to the employees every year. With the United Arab Emirates being heralded as one of the leading countries to create ideal work environments for employees, this study aims at determining the underlying factors that affect employee satisfaction in Dubai Police traffic department.
 Methodology: The study adopted descriptive research design. The research applied a purposive simple random sampling technique and probabilistic sampling technique. Data was collected on Dubai police traffic department employees. A quantitative and qualitative data analysis was conducted for the current research based on the collected data from the questionnaires circulated within the employees of police traffic department. Data were then analyzed using the Statistical Package for Social Sciences (SPSS-15) for statistical analysis. The results were presented in form of tables.
 Findings: While the socio-demographic factors could be considered factors explaining job satisfaction, age and marital status are the only factors that strongly explain the relationship due to their significant result. Additionally, for the nine environmental factors, using factor analysis to determine variables that strongly explain the dependent variables, the variable under “my work directly contributes towards organization’s goals” efficiently explains the status of job satisfaction. Furthermore, execution of mandates informed by the ability of the company to address public complaints and safe work environment influences job satisfaction levels.
 Unique Contribution to Theory, Practice and Policy: Although salary and work directly contribute towards an organization’s goals, companies can ensure that job levels are acquired in the right way. This way, the organization can efficiently address public complaints and promote a safe and healthy working environment. , these findings will inform further studies on behavioral management and workplace productivity in organizations.

Contemporary Issues in Higher Education: Diversity, Inclusion, Management and Governance

Purpose: Teachers, students, and the administration of higher education institutions face a variety of opportunities and challenges as a result of diversity and inclusion. This study looks at diversity and inclusion as a current concern in postsecondary education from the perspectives of instructors, students, and institutional administration. It aims to offer suggestions for dealing with these problems in universities. Higher education institutions are independent and not subject to government oversight in the same manner as public sector organizations, despite receiving significant public funding. The governance, management, and autonomous status of higher education institutions are other topics covered in this work.
 Methodology: This review draws from inclusion theory which has transformed the view on diversity management from preventing discrimination, which suits the moral view on equality as procedural or individual justice, to ensuring inclusion, which fits the moral view on equality as recognition of diversity. The information is based on literature from various sources.
 Findings: This study highlights that diversity and inclusion creates a better workplace for everyone while creating an inclusive learning environment. Good governance assures the quality of decision-making hence promotes effective delivery of educational services in a higher learning institution.
 Unique Contribution to Theory, Practice and Policy: This review article discusses various initiatives, strategies and challenges on diversity and inclusion in higher education as a contemporary issue. The paper also discusses the differences in management and governance as applied in higher education.

Strategic Analysis in the Public Sector using Semantic Web Technologies

This article addresses the complex challenges that public organizations face in designing, implementing, and evaluating their strategies, where public interest and regulatory compliance often intertwine with strategic objectives. This research investigates the application of ontologies in the field of public sector strategy management to enhance the capacity of organizations to make informed data-driven decisions, efficiently allocate resources, and effectively navigate the intricate landscape of the public sector. The LNEC - National Laboratory for Civil Engineering’s strategy is used as an exploratory case study. Semantic web technologies are used to perform strategy analysis, including validating the strategy formulation, and supporting the strategy execution by assessing performance indicators, verifying the design of cause-and-effect relationships between strategic objectives, and monitoring and empirically validating these relationships. The increased interoperability of these technologies enables information sharing across systems and organizations. Following the strategy analysis, recommendations are provided, leading to a more robust and data-driven strategic management approach, enabling accurate, traceable, and continuous monitoring of an organization’s strategy. Theoretical and practical implications are discussed, along with limitations and future work. This research offers a blueprint for public sector organizations seeking to optimize their strategies, foster transparency, and deliver more effective services to the public they serve.

Measuring Trust in Public Sector Organizations – Research Note

The study aims to develop and psychometrically test an instrument to assess trust in public sector organizations. Although trust-based management is of interest in many municipalities in the Nordic countries, an instrument to assess trust adapted for this context is lacking. The present study complies with Luhmann’s system theory and commonly used instruments in this tradition. Data from 240 first-line managers (RR 75%) and 1,871 employees (RR 47%) from all departments in one Swedish municipality were analyzed with a multi-level approach. Out of 16 initial items presented to first-line managers and employees, 8 were retained after the psychometrical testing in both samples. Factor loadings at both within and between levels, and the multilevel homology when exploring convergent and criterion-related validity, showed a similar pattern of two distinct factors. Similar to other previously developed instruments, Supervisory Trust was one dimension. The second construct Organizational Trust included items on trust in politicians and administrative specialists, in addition to trust in top-level managers. The Public Sector Organizational Trust Inventory can be recommended for use in future research on trust at individual as well as group levels.

Green Procurement Adoption and Environmental Sustainability: A Study of Public Sector Organizations in South Africa

Purpose: The aim of the study was to investigate the green procurement adoption and environmental sustainability: a study of public sector organizations in South Africa. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: The study on green procurement adoption in South Africa's public sector indicates a growing awareness and implementation of environmentally sustainable practices. While progress is evident, challenges such as resource constraints persist. Nevertheless, embracing green procurement holds promise for substantial environmental benefits and cost savings. Efforts should focus on further promoting and supporting the adoption of these practices to enhance sustainability in the public sector. Unique Contribution to Theory, Practice and Policy: Institutional theory, diffusion of innovations theory & resource dependence theory may be used to anchor future studies on the green procurement adoption and environmental sustainability: a study of public sector organizations in South Africa. Public sector organizations should invest in capacity-building initiatives to enhance the knowledge and skills of procurement professionals in green procurement practices. Advocate for the development and enforcement of mandatory green procurement regulations and standards by government authorities.